LinkedIn’s Head of Recruiting Shares His Tactics for Handling Salary Negotiations | Talent on Tap
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- เผยแพร่เมื่อ 30 มิ.ย. 2024
- In this week’s Talent on Tap episode, Brendan Browne, LinkedIn's Head of Recruiting, shares his tips for navigating salary negotiations with candidates, without stepping on their toes.
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I really felt that *pause* around 5:38
"Always take equity" - Come on, dude. Yes, LinkedIn was a great example of taking equity at an early stage and having it work out, but that is extremely rare. We're talking 1:500 or more with exits like that (IPO). In most cases equity isn't worth the digital paper it's printed on.
As a recruiter of course you're pushing for equity compensation, but is that best for thee employee? Most often it's not. It's like handing out a cross between an IOU and a lottery ticket and it's essentially dead money.
Please, people, don't take equity in-lieu of cash in any situation that you haven't researched thoroughly. You will be leaving money on the table.
Or go to crypto startups where equity is live and get liquidity right away and not deal with stocks not going public.
Definitely only take equity on financially strong PUBLICLY LISTED companies in the stock market. Never ever consider equity in a start up or company without a strong long term stick history as real. Get the maximum financial compensation and consider any offer of equity as just gambling money that can be taken away for clauses and more often may never go public or could be worth nothing.
Well, maybe $5k is peanuts to you, but if that's the only thing that makes the new job better than my current job, you have to give me at least $5k to make the move. As a candidate, I'm going in blind to what type of culture and supervisor compatibility I'm going to.
Dan, spot on. I want VC/PE backed, privately held companies to assign me a "put" right on any equity issued. This allows me to "put" my equity back to the company with agreed terms of sale without having to wait for the company to be acquired or IPO. Conversly, companies should see the benefit of assigning a "call" right to the equity so that they can buy the equity from me in the case that I'm no longer adding value and they would like to assign the equity to someone else
That was an excellent video. Good to hear recruiters expect the negotiation phase.
Hard to focus on the speakers with all those wonderful ping-pong paddles in the background. J/k. Nice presentation. However I found in my own personal experience with LinkedIn I tried to talk compensation early but each and every LinkedIn recruiter did not want to talk comp.
That's a lot of fraternities to supply.
In 1983 a colleage with 25 years was going to make $20K
I got $25K with just two years OJT.
Grab them and freeze their salary growth at 2%.
The gift that keeps on giving.
I have a job offer that is 14k less than my current earning. the hiring manager said this is the allocated budget and cant go higher. This offer has better career opportunities than my existing job, so i communicated that im really interested in the position then I negotiated to close the gap a little more and they increased it by 5k dropping the gap to 9k. When I had a video call meeting with the recruiter, i said "i guess im good with that". The recruiter said with disbelief in her face "wait, are you sure?". Then i said yes. Only after the meeting i realized maybe i could have asked higher if i pushed back a second time. Why did i think of this? First, the recruiters reaction. Second, they said they cant exceed budget but they did. Third, im starting January 2022 arent we setting a new budget plan?
Budget BS.... it is an artificial limit set by the company itself. If it can set a limit, it can also break it.
This addresses the situation of working with a recruiter. How does it differ when you are across from the hiring entity?
An excellent short video. Thanks for your insight and guidance. I really need help please.
So one of his tips was to always negotiate. However, the recruiter immediately met me at the salary I requested and added a signing bonus and annual bonus package I was happy with, so I accepted. The salary I asked for was a tad higher than people with my experience level get, but the VP of Engineering said I did really well on the coding challenges and coded on par or better than some mid-level engineers he’s tested. I was ok to accept the offer right? I met the team and am really looking forward to working with them too!
Any update?
Most always there is more money left on the table. If one goes high enough great, but there is often more to be had
Interesting to see someone who is very transparent & real (LinkedIn guy) vs a 'typical HR' person.
This is all about the recruiter and not the candidate.
If you are negotiating a salary for a remote job in a different city, how do I come to an agreement on salary? The cost of living in the city I live in is lower than the city that the remote job is located.
Do I ask for the salary that the company is located or do I ask for a salary based on my current location?
What about negotiating when you are already employed with your employer offering a payrise? Any tips? Thanks
Dealing with this now. Any advice would be appreciated.
@@dailyswag8970 the way to do it is to get an outside offer you are willing to take then come to your employer and sit down with them with data ay hand (salary study in the region for your experience level) and say you want your position and salary re-evaluated to current market conditions in a desired timeframe. DO NOT MENTION YOUR OUTSIDE OFFER.
@@migueralliart could you elaborate on why not to mention the outside offer?
@@Open_Source_Society It is quite aggressive. They will raise your salary in the short term, ... while they look for your replacement. It is far better to demonstrate the value you have generated and convince them that a salary hike is the right call.
I've been offered a non-managerial position in the UK and the notice period in the new contract is 3 months - which seems excessive given that it's not a super senior role and there are no direct reports. Can I negotiate to lower the notice period before signing the contract?
Hi, what did you end up doing? Did negotiating that work?
@@Note.O i didn't negotiate on the notice period unfortunately but wish i had. If you are in a similar situation then i would definitely negotiate to bring notice period down to 1 month of 6 weeks; 2 months tops
Thanks for the insights. It would be great to understand the different negotiations methods (aka "the dance") that are common in emerging countries like China, Taiwan, India, etc.
Sir. This is a different vedio
I give the recruiter a range and it's usually between 5 to 10 bucks more per hours thant my last or current
What is they keep pressuring you to give them a # on pay on the 1st interview?
Give a ridiculous broad range.
My initial offer was XXXX/month which is a bit less than what I am making at the moment. (New offer is from a different country)
During negotiation!
Me: I am getting X at the moment. The current offer is less than what I make. I was expecting somewhere between x-Y.
HR: No, this is what I can offer for this role. (straight shot). Because we have something called "Collective Labor Agreement and can't offer more"
How do I deal with this situation? like the person who is straight shooting
Pravin, I think at that point, there is a quite a possibility that they really can't expand your salary by even a dime OR they have so many options to hire Even if you say 'No' that they do not care about negotiation .
Bottom line: Depending on how bad you want this job, assure them that you really want to make this work --pause-- because You gotta add some really good adjectives and admire them, use words like 'impressive', 'fantastic', 'excellent' etc.
Ask if they'd really want to reconsider the comp or at least put a word with the hiring manager. At this point, if they really want you they'll concur and try to give you some figure on the middle ground. Tell them this is still less than what you expected. And think yourself if you want this job at this salary.
If they do not come back with a slightly higher figure even after all this, it's your call to keep searching for a new job or accept this offer. Hope this helps
Frustrating. I don't think people who put together videos and articles on this topic understand how little most of us know about it. I really need a step-by-step roleplay. Always negotiate? Really? Take equity? I don't believe I've ever applied for a job where equity was on the table. So confused. I was hoping LinkedIn would be more realistic and relatable.
Really a waste of time. If HR is that powerful TELL US HOW TO WIN
Nothing like one on one with a corporation.
Terrible video. No strategy or tactics offered except for "I'm not happy with the offer" and to pause. That's it?!
This was a very vague and useless explanation... Always choose equity? Really? I mean he was like holding all the real advice, and giving useless ones. Probably 1-2% of the companies actually offer things like equity...
2X Inflation Rate, to even think of moving. A no win.
So 15% minimum. . . . . check compund intreset at 5% for 10 years
stop saying com...
She’s saying comp. It is short for compensation and used frequently by business people.
4:21 Who are you to tell people how much they need lmao if I want 5k more or 50k more, I'll ask. You can decline but you won't question if I "really need 5k more".
I'm not happy with the offer, pause............ Sorry this is the best we can do a locked number.... pause then what ?????
Excuse me?
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This guy does a lot of talking but didn't say anything
all he said was "im not happy" and never said how to actually negotiate. what "tactics" did he actually share???
elijahauer Agree. Video was not very helpful.
this guy is so nervous and definitely not a one whom advises I would suggest to believe on. the Lady goes a bit confused from his consultant attitude 🤣
Lady seems disinterested and awaiting her time to go over the guests head with rebuttal.
BS - How many exploiters throw U to the curb due to nag-ation ?
BS